THE EQUITY IMPLEMENTATION PLAN

THE EQUITY IMPLEMENTATION PLAN

Part A | Part B

 

The Equity Implementation Plan identifies specific, measurable, realistic actions to be accomplished (or progress measured) within a specified timeframe.  These actions result from addressing needs within a unit and are measures to remove employment barriers and establish positive practices to achieve equity for members of designated groups:  aboriginal peoples, persons with disabilities, members of visible minorities, and women.  The six areas identified below are stipulated in the Federal Governmentıs Employment Equity Act, which governs the Federal Contractors Program.

 

PART A ­ BEST PRACTICES  -- IMPLEMENTING EQUITY

Please describe any activities or measures your department has undertaken to remove barriers to equity or to institute positive policies and practices to implement equity.  These may be accomplishments derived from your Equity Plan, or additional measures above and beyond the requirements of the Equity Policy which enhance equity for students and/or faculty and staff.

 

INITIATIVE

(what has been undertaken)

OBJECTIVE

(to achieve what purpose)

TARGET

(who is affected)

RESULTS

(indicators of success)

RECRUITMENT

initiatives  to achieve a more representative workplace.

 

 

 

Ensure members  of ARPT Committee are familiar with equity policies,  B. C. Human Rights Code and UVic Employment Equity Policy

 

Template for equitable and diverse hiring practices

 

 

 

 

 

 

Targetted groups

 

 

 

 

 

Equity issues addressed in hiring procedures; diverse short-lists for positions (women and visible minorities); diverse hiring in part-time and sessional positions (women and Aboriginal hires)

 

Include on short-lists candidates from targetted groups if possible and qualified; candidates with non-traditional professional patterns

 

The Chair and other members of the department have received training in the procedures and practices of equitable hiring

 

Find best possible candidate while implementing equity practices and instituting diversity in the workplace

 

Discovery and recognition of candidates representative of diversity

 

 

 

 

Targetted groups; candidates with non-traditional career patterns

 

Same as above

 

 

Same as above; equity in hiring in the previous 4 hires to tenure-track position (2 women; 2 men) and sessional positions

 

 

Same as above

Diversity of representation in ARPT Committee particularly with regard to gender

 

Extensive use of list-serve technology and other means to reach highly qualified and diverse candidates

Recognition of candidates representative of diversity

 

 

Most diverse search possible

 

 

 

 

Targetted groups

 

 

Targetted groups

Same as above

 

 

 

Diversity of applicants to positions

 

INITIATIVE

(what has been undertaken)

OBJECTIVE

(to achieve what purpose)

TARGET

(who is affected)

RESULTS

(indicators of success)

TRAINING & DEVELOPMENT

initiatives to increase (a)  understanding of equity issues; (b) knowledge & skills for enhanced job performance

 

 

 

 

Peer evaluation of classroom teaching

 

 

Provide feedback especially to junior faculty

 

All faculty

 

Improved teaching; improvement in student evaluations of teaching

 

 

 

 

Ensure that all faculty know and understand equity policies and issues

 

 

Increase equity awareness

 

All faculty

 

Increased equity awareness

 

Assignment of mentor to in-coming faculty

 

 

 

Provide formal and collegial guidance to junior faculty

 

Junior faculty

 

Same

INITIATIVE

(what has been undertaken)

OBJECTIVE

(to achieve what purpose)

TARGET

(who is affected)

RESULTS

(indicators of success)

PROMOTION

initiatives to increase #s of designated groups in higher level positions.

 

 

 

 

Scheduled meetings between junior faculty and departmental chair to monitor and encourage progress and provide feedback

 

 

 

 

Ensure success and career progress of junior faculty

 

Junior faculty

 

Timely renewal, promotion, and acquisition of tenure of junior faculty over past five years

 

Adjustment of service requirements to facilitate promotion

 

 

 

 

Equitable balance of workload

 

 

 

 

Junior faculty

 

Same as above

 

INITIATIVE

(what has been undertaken)

OBJECTIVE

(to achieve what purpose)

TARGET

(who is affected)

RESULTS

(indicators of success)

RETENTION

initiatives to maintain & integrate designated groups in the organization ­ includes students & curriculum issues

 

 

 

 

Curriculum which addresses issues of social and cultural diversity

 

 

 

 

 

Provide relevant and welcoming environment to students in targetted groups; expand historical understanding; inclusiveness

 

All students

 

Courses which reflect socio-cultural diversity:  courses focussed on women; on sex and gender; on slavery; on forms of diversity and marginality in the ancient world

 

Undergraduate and graduate representation on appropriate committees, e.g. Curriculum Committee  

 

 

 

 

 

 

Increase student participation and investment in department

 

All students

 

Positive and participatory feelings among students

 

Photograph of Department (faculty and students) prominently displayed

 

 

 

 

 

Demonstrates diversity of department

 

All students; community at large

 

Collegial environment

 

Visible and approachable female professors

 

Ensure that invited scholars, such as Lansdowne visitors and the Womenıs Scholars Program, represent gender equity and diversity as much as possible

 

 

Demonstrates equity within department; inclusiveness

 

Provide role models

 

 

 

 

 

 

 

 

All students

 

 

All students

 

Female students, both graduate and undergraduate, encouraged

 

Diverse profile of invited speakers and Lansdowne visitors in past two decades

 

INITIATIVE

(what has been undertaken)

OBJECTIVE

(to achieve what purpose)

TARGET

(who is affected)

RESULTS

(indicators of success)

ACCOMMODATION

initiatives to adapt work rules, practices & terms & conditions of employment to the specific needs of designated group members.

 

 

 

 

Schedule adjustments for personal/family reasons

 

Better and more productive work environment

 

Faculty/staff

 

 

 

 

Better and more productive work environment

 

Adjust course conditions for persons with disabilities

 

Allow persons with disabilities to have access to course and to accomplish goals

 

Persons with disabilities

 

 

 

 

Successful completion of classes by a number of persons with disabilities

 

 

 

 

 

 

 

 

INITIATIVE

(what has been undertaken)

OBJECTIVE

(to achieve what purpose)

TARGET

(who is affected)

RESULTS

(indicators of success)

CONSULTATION & MONITORING

initiatives to include employees in identifying & implementing equity priorities; to evaluate & adjust equity initiatives.

 

 

 

 

 

 

Equity Contact spoke with Equity Office Representative

 

Equity Committee initially invited in-put from faculty and staff

 

Constant consultation with persons in targetted groups

Clarify goals and receive advice

 

 

Ensure broad representation

 

 

Ensure fairness and accommodation

Department as a whole

 

Same as above

 

 

Targetted groups

Successful completion of equity documents

 

 

Difficult to document

 

 

Completion of goals within department

Departmentıs Equity Plan circulated and displayed, as well as University Equity Plan and B. C. Human Rights Code

 

 

Provide information

All faculty, students, and staff

Difficult to document

 

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